Division Director Mentor & Coach Application

Please complete this application to join either our ACR Division Director Mentor Pool or Division Director Coach Pool (or both), and use your knowledge and experience to help your colleagues build their own division management skills.

What is the difference between the Mentor Pool and the Coach Pool?

Mentor Pool: If you join the Mentor Pool, you could be matched with a Division Director mentee who is new to their Division Director role for a long-term mentorship relationship (2-4 meetings per year for up to 2 years).

Coach Pool: If you join the Coach Pool, you could be matched with a Division Director colleague for a short-term coaching relationship (1-2 meetings) where you will help them to develop one specific skill.

This application asks about your division management skill-sets, division demographics, and your pool preferences. Once completed, you will become part of the pool(s).

Less experienced Division Directors looking for a Mentor or Coach will complete an application with similar questions, and the Division Director Committee will use the pools to match the applicant with a Mentor or Coach based on the best alignment between skill sets and division types.

***Because matching will be on an ad hoc basis throughout the year, you may remain in the pool for more or less time before being matched with a colleague. At that time, ACR staff will reach out to determine your continued interest.

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* 1. Please complete the following question to join the Division Director Pools.

First Name

Last Name

Email Address

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* 2. Please indicate the Division Director Mentorship Program Pool you are interested in joining:

Mentor Pool (long-term relationship, up to 2 years with 2-4 meetings per year)

Coach Pool (short-term relationship, with 1-2 meetings around a specific skill)

Both the Long-Term Mentor Pool AND Short-Term Coach Pool

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* 3. Please select the Financial Literacy skill areas where you have some expertise and could provide guidance (select all that apply).

Budgeting

Articulating budget issues to department chairs

Fundraising

Salary alignment

Increasing/understanding RVU expectations

Supporting unfunded research

Assessing downstream revenues (infusion centers, specialty pharmacy, etc.)

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* 4. Please select the Retention and Recruitment skill areas where you have some expertise and could provide guidance (select all that apply).

Attracting and hiring new faculty

Incentivizing, supporting, and retaining current faculty

Advocating for equity among faculty

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* 5. Please select the Personnel Management skill areas where you have some expertise and could provide guidance (select all that apply).

Engagement among staff

Managing more senior staff and developing a succession plan

Aligning mission and division with personal agendas

Engaging with difficult personalities

Ensuring faculty promotions

Fostering a culture of well-being among faculty

Improving trainee recruitment, mentoring, job placement, mental health, and/or stress management

Creating an equitable distribution of division responsibilities/chores, such as conference supervision, conference participation, clinical and didactic teaching, and trainee supervision.

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* 6. Please select the Division Development skill areas where you have some expertise and could provide guidance (select all that apply).

Balancing academic, clinical and research missions

Navigating administrative departmental expectations with faculty expectations and protection

Meeting the needs of the division with diminishing resources

Working with administrative staff, nurses, and other physicians for improved efficiencies

Understanding the politics of the institution

Managing the changing landscape of the healthcare industry

Optimizing both clinical operations and revenue generation

Navigating clinic politics

Interacting optimally with other division chiefs and service directors

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* 7. Please select the Professional Development skill areas where you have some expertise and could provide guidance (select all that apply).

Time management

Increasing negotiation skills

Learning new administrative skills

Holding crucial conversations

Managing culture change

Mentoring junior faculty

Employing empathy and sympathy

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* 8. Are there any other Division Director skills not listed that you could provide guidance about to a less experiences Division Director?

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* 9. Please indicate your Institution and State. (Location will be considered in the matching process for ease of communication and to decrease potential competing interests.)

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* 10. If you have been a rheumatology division director at more than one institution, please list the name(s) and dates(s), as we will not match you with a recent previous employer.

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* 11. Fellowship Training Program Type (select all that apply)

Adult

Pediatric

MEDPEDs

Research

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* 12. How many total fellowship positions are in your training program on average?

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* 13. Does your division include allergists and immunologists?

Yes

Other (please explain)

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* 14. Which, if any, of the following positions are managed by others in your division?

Clinical director

Research director

Fellowship director

Quality Improvement director

Wellness director

None

Other (please specify)

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* 15. Please indicate the total number of personnel as indicated below:

Total physicians in your division

Clinical faculty members who care for patients with rheumatic disease

Faculty members who have funded research programs

Number of advanced practice practitioners (APPs-Pas-NPs) in your division

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* 16. How many years have you been a rheumatology division director?

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* 17. Please indicate your previous career pathway(s) prior to becoming a division director? (select all that apply)

Clinician Educator

Clinical or Translational Researcher

Basic Science Researcher

Clinician in an Academic Health Center

Clinician in Private practice

Industry

Other (please specify)